With a growing number of talented candidates available, and employers receiving from anywhere between 20 and 100 applications per job opening, according to CV Library; it is even more important to ensure that organisations are receiving the right candidates for the role.
However, with such a vast pool to choose from, how can hiring managers and recruiters work together to ensure that they acquire the right talent? Moreover, there has been a history of little difficulties that recruiters and hiring managers have experienced from working together, some of which have been highlighted in this blog post, along with some helpful solutions.
First, and most importantly, it is necessary for hiring managers and recruiters to build a solid relationship from the beginning. This helps the recruiter understand the hiring manager and their business – what their company culture and values are like, the individuals that they have hired in the past and the company and the industry that they work in. This will give recruiters valuable insights that can help them find the right candidate for the business. At the same time, knowing that recruiters have this additional information gives hiring managers the confidence that the recruiter will find the right candidate that will fit the role and their business.
So what problems can and do arise between hiring managers and recruiters during the hiring process?
Problem 1: Hiring managers send candidate requirements that are too specific, limiting the candidate pool available for the recruiters to contact.
Solution: Don’t forget that some businesses have set ideas of the type of candidate that they are looking to hire. Recruiters also need to keep in mind that at times, it is not just the hiring manager that is setting the candidate requirements for the position advertised. If the requirements sent are too specific, feel free to advise and speak to the hiring managers with recommendations on what could be included or changed in their requirements, in order to widen their recruitment pool. After all, recruiters have a database of candidates at their fingertips and know best what calibre of candidatesare out there, helping to speed up the business’s hiring process.
Problem 2: Occasionally, recruiters do send candidates that aren’t right for the position advertised. This happens when recruiters do not fully understand the hiring manager’s and business’s requirements or they only have a limited amount of information on the candidate but what they do have seems to fit some of the candidate requirements.
Solution: When this happens, hiring managers will have concerns about whether recruiters are just trying to fill the role as soon as possible and do not have the business’s interests fully in mind. To counter this, recruiters will need to contact the business to fully understand the role advertised and what type of person they are looking for to fill it. WIth the majority of recruitment businesses having a CRM database to work from, it is important that this is kept updated so that businesses have the latest information about candidates available. This ensures that the candidates that are ultimately sent to the business are suitable for the role that they are hiring for.
Problem 3: It can take a while for recruiters to send qualified candidates to hiring managers.
Solution: Don’t forget that recruiters potentially have access to thousands of candidates – it will take time to review their database to make sure that the right candidates are sent to the business. There are a few tools that can be used to speed up this process – putting a CRM system in place will allow recruiters to access the information that they need, faster. Moreover, automating the calling process by putting Computer Telephony Integration (CTI) in place can help keep candidate information updated, as some CTI software will allow recruiters to make calls directly from the database to log and record calls with candidates and clients, as well adding notes to the candidate’s record. This will help recruiters narrow down their candidate selection, faster, which can be sent to the hiring manager and the business.
Some of the problems and our suggested solutions might just be common sense, but businesses still experience these issues whilst they look for candidates to fit their advertised roles. We hope that these solutions can help recruiters and hiring managers work together better and can enable them to successfully find the right candidates.